MS 603: Position Classification

Date: 1/4/84
Responsible Office: M/PM
Supercedes: MS 603 (12/07/73)


1.0	Purpose
2.0	Scope
3.0	Policy
	3.1	Foreign Service Positions in the United States
	3.2	General Schedule Positions
	3.3	Foreign Service Positions Overseas
	3.4	Foreign Service National Positions
	3.5	Expert/Consultant Positions
4.0	Procedures
	4.1	Foreign Service Positions in the United States
		4.1.1	Writing the Position Description (PD)
		4.1.2	Reviewing the Position Description
		4.1.3	Classifying the Position
		4.1.4	Reviewing a Classification
	4.2	General Schedule Positions
	4.3	Foreign Service Positions Overseas
		4.3.1	Position Descriptions
		4.3.2	Classifying the Positions
		4.3.3	Appealing a Classification
	4.4	Foreign Service National Positions
		4.4.1	Appealing a Classification
		4.4.2	Appeals Panel Process
	4.5	Expert/consultants
		4.5.1	Preparing a Statement of Work
		4.5.2	Classifying the Statement of Work
5.0	Effective Date

1.0 Purpose

This Manual Section defines the policies and procedures for the classification of Peace Corps positions.

2.0 Scope

The policies and procedures described pertain to all Peace Corps personnel except those who hold Executive Schedule positions and Senior Foreign Service positions.

3.0 Policy

Positions are classified, or evaluated, based on the duties, responsibilities, and qualifications required to perform the work.

3.1 Foreign Service Positions in the United States

These positions are classified on the general principle of equal pay for substantially equal work. The U.S. Office of Personnel Management Position Classification Standards are normally used as references for U.S. based positions. The positions are classified to classes FP 9 through 1 and to grades AD (Administratively Determined) 1 through 4.

3.2 General Schedule Positions

The Peace Corps has limited General Schedule classification authority. This authority is limited to maintaining and recertifying existing General Schedule positions; and to classifying new GS positions in order to laterally reassign current GS employees to different positions. This may occur when the employee's present position description has become obsolete and/or when management determines that the employee may be better used in another position.

3.3 Foreign Service Positions Overseas

These positions are classified according to the "rank-in-the-person" classification principle. This system recognizes the rank inherent in the individual performing the work.

3.4 Foreign Service National Positions

These positions are classified in accordance with the system developed by the State Department, in consultation with the InterAgency Advisory group and as outlined in the Local Employees Position Classification Handbook. This system is based on the "rank-in-position" principle in which the duties and responsibilities of the position are evaluated.

3.5 Expert/Consultant Positions

These positions are evaluated on the basis of the duties and responsibilities of the position and qualifications required to perform the work. The level of complexity and expertise required must be at the class level of FP 3 or higher.

4.0 Procedures

4.1 Foreign Service Positions in the United States

4.1.1 Writing the Position Description (PD)

The supervisor or designee drafts a description of the position. The position description (PD) should be a concise and accurate description of the duties and responsibilities of the position. The basic format of the PD is in three parts:

Introduction. The Introduction should indicate the position's major purpose and its location within the Agency.
Duties and Responsibilities. The Duties and Responsibilities should be grouped into paragraphs that describe the major duties to be performed. Minor duties can be summarized at the end of the PD.
Supervision and Guidance. The Supervision and Guidance section should identify the title of the supervisor, the degree and type of supervision, the type of work review, and the reference and guidelines available for the performance of the work. A PD can generally be writ- ten in two Pages or less.

The writer of the PD should consult with a Classification Specialist in the Office of Personnel Management regarding the draft PD. The Classification Specialist may suggest revisions which will enhance the clarity of the document.

4.1.2 Reviewing the Position Description

After the PD has been written, a Form OF-8, "Position Description" should be attached to the PD. The appropriate supervisor or manager must review the PD for accuracy and clarity and sign the Form OF-8.

4.1.3 Classifying the Position

A Classification Specialist analyzes, evaluates, and classifies the position based on the duties, responsibilities, and qualification requirements.

The analysis may include further consultation with the supervisor or manager. Generally, the Classification Specialist will use the published U.S. Office of Personnel Management Position Classification Standards as reference during the analysis process. The Classification Specialist, at the completion of the evaluation, certifies the position as to job series, class level(s), and title.

4.1.4 Reviewing a Classification

Employees (or their supervisor) may request a reconsideration of classification decision by submitting a letter stating the reasons they disagree with the classification, including any factors they believe were omitted in the analysis. The letter should be directed to the Director of Personnel Management (M/PM) and should be accompanied by the supervisor's statement concerning the accuracy of the PD and the accuracy of any additional duties and responsibilities. The decision by the Director (M/PM) is final.

4.2 General Schedule Positions

The Peace Corps does not presently classify GS positions; however, should the Peace Corps choose to, it would follow the procedures prescribed by The Office of Personnel Management Classification Standards.

4.3 Foreign Service Positions Overseas

4.3.1 Position Descriptions

Standard PDs describe the duties and responsibilities of the country Director, Associate Peace Corps Director and Medical Officer positions in broad, general language. The PDs are not country or position specific. Each position can be performed at more than one level, based on the experience, education, and demonstrated expertise the incumbent brings to the position. This is the "rank-in-the-person" concept.

4.3.2 Classifying the Positions

Standard PD's are evaluated and assigned to multi-class levels. In determining the appropriate minimum and maximum class levels, the duties and responsibilities are evaluated using any relevant published standards and comparable positions in other Foreign Affairs agencies as references.

4.3.3 Appealing a Classification

Because the overseas Foreign Service positions are classified and staffed based on the "rank-in-the-person" concept, there is no classification appeal process.

4.4 Foreign Service National Positions

Based on an InterAgency Agreement between the State Department and Foreign Affairs agencies, Peace Corps FSN positions are routinely classified by the Embassy staff at Post. Detailed instructions on the process are found in the Local Employee Position Classification Handbook. Each Embassy Personnel and/or Administrative Office has a copy of the handbook. In those cases where there is no Embassy coverage, classification functions are performed by the headquarters Office of Personnel Management (M/PM), using comparable criteria.

4.4.1 Appealing a Classification

An FSN staff member or his or her supervisor may request reconsideration of a classification decision. Informal consultation with the Embassy Personnel Officer or the Administrative Officer, where there is no Personnel Officer at Post, may clarify and/or resolve the disagreement. If agreement is not reached, the case may be referred to the Post Appeals Panel.

4.4.2 Appeals Panel Process

Each Post should have a Post Appeals Panel. The Peace Corps Country Director is generally a standing member of the panel and must be a member when a Peace Corps classification appeal is being adjudicated. The Panel reviews the classification appeal against existing standards and decides whether the position is properly classified. If agreement is not reached, the Post Appeals Panel may refer the case to the InterAgency Appeals Board in Washington.

An InterAgency Appeals Board in Washington consisting of members of the headquarters agencies reviews appeals submitted by the Post Appeals Panel. The appeals submitted to Washington are generally in the following categories:

There are no published standards for the position in question:
The Post Appeals Panel could not decide the issue and requested further consultation; or
The appeal is a result of the initial installation of the worldwide classification system.

In a highly unusual case, the Director of the Peace Corps can overrule the findings of the Washington InterAgency Appeals Board on a Peace Corps FSN classification decision.

4.5 Expert/Consultants

4.5.1 Preparing a Statement of Work

The office engaging the consultant or expert is responsible for preparing a brief, accurate, and concise statement of the work to be performed. The statement is generally less than one page in length. An OF-8 form, "Position Description" is not required.

4.5.2 Classifying the Statement of Work

A Classification Specialist reviews the Statement of Work to ascertain that the work to be performed meets the criteria, as defined by the U.S. Office of Personnel Management, for experts and consultants; and that the required duties, responsibilities, and qualifications warrant at least the FP 03 class level.

5.0 Effective Date

This Manual Section shall become effective on the date of issuance.